The Impact of Human Resource Management Practices on Perceived Organizational Support and Organizational Commitment: A Study of Deluxe Hotels in Hurghada, Egypt

Abstract

This research studies the impact of the human resource management (HRM) practices of hotel employees on their perceived organizational support (POS) and organizational commitment (OC). The study also analyzes the impact of socio-demographic factors on OC. Data for this study was collected via selfadministrated questionnaires with employees from 36 hotels in Hurghada. The study revealed that correlations between HRM practices and both of employees' POS and AC were positive and significant. There was also significant positive relationship between POS and AC. The regression analysis results demonstrated that HRM practices had a strong significant relationship to employees' OC and POS. Moreover, POS was found to partially mediate the relationship between HRM practices and AC. The findings revealed that proper use of HRM practices would make the employees more committed to their hotels. The results suggest that the hotels HR managers should put great emphasis on employees to stimulate job commitment and to develop clear practical framework for which to analyze, assess and potentially guide the influence of HRM practices on POS and the influence of POS on OC.

The influence of human resource management practices on turnover intention: The mediating role of organizational commitment

“…Radni stav organizaciona posvećenost je u brojnim studijama [15,20,22,23,31,35] prepoznat kao potencijalni determinator i posrednik ovog odnosa. Pra kse MLJR se prema dosadašnjim saznanjima mogu pozitivno odraziti na organizacionu posvećenost zaposlenih, a sama organizaciona posvećenost negativno na nameru zaposlenih da napuste organizaciju u kojoj su zaposleni [2,5,9,11,18,19,22,24,32]. Ovakvu problematiku važno je ispitati na primeru milenijumske generacije koja postepeno, ali sa velikom sigurnoću "maršira" ka tržištu rada.…”